Recruitment and Employment Best practice: Blog 2

HRdataIn his second instalment Toby Conibear, European Business Development Director, discusses candidate ‘match-making’, compliance and provides his advice to recruiting the best talent for the role.

Matching the talent

Recruitment in some instances is seen as a ‘match-making’ process between candidate, company and role. Clearly identifying at the beginning of the process exactly what skills and the type of candidate a client requires is an important step. As basic as it sounds, when you put the clear skills profile required by the client and match it with the skillset which has been inputted into the database – you will see improved results and better client retention.

Take care with compliance

With the age of technology comes the age of efficiency. However it also comes at the cost of ensuring that data is being stored in the correct manner and meeting legal requirements, regardless of the system or format.

The nature of recruitment means that dealing with sensitive candidate information is a daily occurrence. With data from Disclosure and Barring Checks System (DBS), and passport information, it is important to ensure you are storing the information in a best practice way. 

Next steps

When embarking on a recruitment drive it is important to remember three things – what, why and how.

  • What is the best way to conduct this recruitment drive and what technology may you need to enable you to achieve good results?
  • Why are you searching for that candidate and why the client requires that specific skillset – outlining these clearly from the offset will improve matches.
  • How are you going to store that information and ensure you are meeting information storage legislation?

Once you have addressed these three key requirements, there is no reason why you will not secure the best candidate for the role.

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